JPBS. Correlation between Marital Satisfaction, and Emotional Intelligence with Organizational Commitment

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1 Correlation between Marital Satisfaction, and Emotional Intelligence with Organizational Commitment (Case Study: Married Staff of Islamic Azad University-Andimeshk Branch) JPBS JOURNAL OF PSYCHOLOGY & BEHAVIORAL STUDIES Vol 2 (1): ISSN: Copyright 2014 Hoshang Dalvand 1, Behnam Makvandi 2*, Afsaneh Khajevand Khoshli 3 1 Department of Psychology, Science and Research Branch, Islamic Azad University, Golestan, Iran 2 Department of Psychology, Science and Research Branch, Islamic Azad University, Khozestan, ahvaz, Iran 3 Department of Psychology, Gorgan Branch, Islamic Azad University, Gorgan, Iran * Corresponding Author: Behnam Makvandi ABSTRACT The current research aims to study the correlation between marital satisfaction, and emotional intelligence with organizational of married staff of Islamic Azad University-Andimeshk Branch during The population includes 110 individuals including married staff, among which 81 individuals (63 males and 18 females) were chosen by the use of simple random sampling and Morgan table. Results showed that there is a positive and significant correlation between marital satisfaction, EI and organizational of staff (respectively for marital satisfaction and organizational it was r=0.39, p= and for EI and organizational it was r=0.31, p=0.004). Among the components of marital satisfaction in the field of marital satisfaction with continuance, affective and normative a positive and significant correlation was observed, about the correlation between marital relationship with continuance no positive and significant correlation was observed, in the field of ideal conflict and distortions resolution with continuance and normative no positive and significant correlation was observed. There was no positive and significant correlation between EI in the field of optimism and understanding one/others emotions with normative, and also there was no positive significant correlation between EI in the field of controlling emotions with continuance, and no positive significant correlation was observed between EI in the field of social skills with all of the components of organizational. KEYWORDS Marital Satisfaction, EI, Organizational Commitment. 01

2 INTRODUCTION Efficiency and development of each organization considerably depends on the proper utilization of manpower. The bigger the organizations and companies the more their problems will be. Managers try to constantly control their staff about different matters. Although due to the financial pressures nowadays staff concentrate more on the economic issues of the job, some organizational staff prefer more to do tasks in which they have more job autonomy and also to feel that they are more valuable. One of most important motivational issues extended through huge number of industrial and organizational psychology studies in west is organizational. One of the factors affecting the organizational is marital satisfaction. Family environment is the first and most durable factor in personality development of children and adolescence and it is considered as a ground for their physical, moral, social, intellectual, and emotional development. Family is one of the most common social institutions that usually exist in all societies, and it is also the most important support and center of social life. In fact the individual is being born in a family and lives in the family organization and turns to the family in times of need, and lives at peace in the light of family life. Thus in all eras and societies (religious and non-religious) it is an accepted and developed concept and it is the first base for transmission of cultural elements (beliefs, customs, knowledge, skills and etc.) to the new generation. Also family is considered as one of the most effective factors in formation of civilization and culture and growth and flourish of humans talents (Safi, 2112). Organizational is a type of attitude and a sense of belonging and attachment to the organization. Organizational is a mental state expressing a type of tendency, need and requirement to continue working at the organization. Based on the Allen and Meyer s model (2110) organizational as an emotional and mental dependency to the organization, OC as recognizing the costs resulted from leaving the organization and OC as a duty to stay at the organization are respectively categorized as affective, continuance and normative. One of the main factors that could result in creating a healthy organizational climate, increasing the corporate ethics, motivating, and increasing the organization production and productivity is organizational (Salami, 2008). According to the current challenges in organizations one of the main issues is determining the key factors for predicting the organizational as an individual need. Theoretic and empirical evidences have shown that staff s perceptions about spirituality in workplace help them to expand the organizational. By the increase of individuals make more efforts at their jobs and through this they help the organizational performance (Rego & Ecunha, 2008). In order to create and boost organizational it is very necessary to pay attention to its different constituent elements. Regarding the fact that family is the first system the individual participates in, paying attention to the organizational without emphasizing on the family role is actually an incomplete and unessential work. On the other hand, based on the new researchers viewpoints the key factor for answering the future challenges of management and human beings emptiness is spirituality. While spirituality and optimal family performance have interactions with each other, they could result in reducing uncertainty, lack of security, and ambiguity (Wharff, 2003). EI is considered as another factor that could affect the individuals organizational. In ups and downs of life the educational intelligence could not singly 00

3 prepare the individual for appropriate coping, and it cannot necessarily guarantee welfare, social character and/or happiness in life. In fact 21% of individuals success depends on IQ, and the rest depends on EI and social intelligence. EI is a kind of metaability which determines how we could use our other skills such as IQ to the fullest. One of the benefits of EQ compared to IQ is its acquisitive dimension which is easily learned, evolved, improved and modified. In a research conducted by Rezaeian and Koshtehgar (2008) results showed that there is a significant correlation between EI and organizational, thus EI is one of the important matters and each organization measures that, especially this matter is highlighted when each organization needs to evaluate its manpower strengths and weaknesses in order to make a change. During research developments of the recent years strong empirical evidences have been achieved about utilizing the EI in workplace. Research findings in more than 100 organizations and thousands of CEOs indicate the importance of capabilities of EI. Each set of capabilities of EI creates a different field in human beings. Daniel Goleman s studies show that the reason for nearly 90% of differences among outstanding and ordinary managers performances in the organizations depends on EI. EI is considered as an important issue in HRP, job profile, job interviews, recruiting, selection, management development, customer relations, customer services and etc. (Agha Yar, Sharifi Daramadi, 2006). Foroughi, Hosseynian and Yazdi (2006) conducted a research for surveying the correlation between EI and its components with hospital staffs marital satisfaction. The correlation results indicated that there is a positive and significant correlation between EI and marital satisfaction. Also there is a positive and significant correlation between EI components (self-awareness, empathy, self-control, and social skills) and marital satisfaction. There was no significant correlation between self-motivation and marital satisfaction. Hosseyni and Mehdizadeh Ashrafi (2009) while measuring the organizational of staff of Islamic Azad University-Firoozkuh Branch also detected the factors related to it. Preliminary studies in the related research literature had shown that factors such as occupational group, job opportunities, alternative job opportunities, marriage, and work experience in the organization, payroll, and staff perceptions of decentralization, job autonomy, and job repeatability, satisfaction about supervisor, gender and age could be affective on staff organizational. Results showed that job repeatability, satisfaction about supervisor, job autonomy and staff perceptions about decentralization had a significant correlation with organizational and also the males organizational is more than females, and the organizational of staff of research department is more than staff of other departments. In a research about the correlation between EI and staff organizational of Islamic Azad University-Dist. Ghamari (2009) concluded that there is a significant correlation between EI and organizational. Regression analysis results showed that components of emotion regulation and emotion application together explain 10% of organizational variance. In a research named codifying the communicational model between managers EI and organizational of staff of Organization of Tehran Municipality Sports Keshavarz (2000) showed that managers EI with 64% impact factor affects the staff organizational. In Fotovat (2012) conducted a research with the aim of surveying the effect of EI training on the couples marital adjustment. Results showed that EI training as an intervention model which is somehow considered something for boosting EI has an important role in improving the quality of interpersonal 02

4 and social relationships, especially this effect has been at the center of attention in the field of designing and implementing prevention programs at the primary level, secondary level and also implementing it in terms of macroeconomic policies from the viewpoint of social work interventions. Dyne and Ang (1998) research results about the correlation between organizational and some individual features have shown that American women have more organizational than American men and the reason to this could be due to the matter that in order to stay as a member of the organization women have to deal with more problems and barriers and also they have less choices of employment. Wong and Law (2002) conducted a research in Hong Kong on 120 faculty members and some university students working at a few universities and they surveyed the effects of supervisor s and subordinates EI on the job performance, job satisfaction, organizational and tendency to leave job. Some parts of the study results showed that job performance has a significant correlation with EI, and also this correlation is mediated through the amount of emotional effort. Job satisfaction also had a positive correlation with EI but it was not mediated by emotional effort. In contrast, organizational and tendency to leave job had low or insignificant correlation with EI, but the emotional effort strongly mediated the correlation between EI, organizational and its correlation with tendency to leave job. While surveying the correlation between EI and individual s career advancement Donohe and Brown (2000) achieved the following results: Transformational leadership style could be a mediating factor between EI and individual s advancement. The important point of this research is that by mentioning the weaknesses of other researches-all indicating that there is a positive correlation between EI and individual s advancement-such as limitation and/or weaknesses of measuring methods, sample sizes, and most importantly lack of control of variables such as age, gender, education, and job experience that have proven effects on the individual s advancement tried to overcome these weaknesses. The result achieved from this research is the considerable effect of underlying variables such as age, gender, education and experience on the variable of individual s advancement that should be definitely considered. In a research Rathi and Rastogi (2009) surveyed the correlation between family-work conflict, organizational and job satisfaction. Hierarchical linear regression analysis showed that one of the two subscales of family-work conflict meaning the family duties interfering with job duties had a negative correlation with job satisfaction. Among three subscales of organizational two direct and moderating correlations were surveyed, and it was found out that the emotional part (affective) compared to the normative organizational (commanding) has a stronger effect on the job satisfaction, and the sustained did not have any effect. This research also showed that the affective of staff moderates the effects of family duties interfering with job duties on the job satisfaction. Based on the mentioned subject matters proposed about the human being and based on the existence of components in marital satisfaction and EI the current research has surveyed both of them and regarding the fact that individuals are working at offices as staff the correlation between organizational and its components with components of two predictive variable of marital satisfaction and EI have been surveyed among the married staff of Islamic Azad University of Andimeshk. 01

5 MATERIALS AND METHODS From the point of aim the current research is an applied research and the methodology is descriptive-correlative, and data are collected through field method. The research population includes all the married staff (110 individuals) of Islamic Azad University- Andimeshk Branch during The sample includes 86 out of 110 individuals and they were chosen through simple random sampling and by the use of Morgan table. Among these 86 individuals 81 of them completed the questionnaires. Research tools include Enrich Marital Satisfaction Scale, Petrides and Furnham Trait Emotional Intelligence Questionnaire (TEIQue), and Allen and Meyer s Organizational Commitment Questionnaire. The Enrich Marital Satisfaction Scale includes an overall measuring about the marital relationships including ideal distortion, marital satisfaction, personal issues, communications, conflict resolution, financial management, leisure activities, sexual relationship, children and parenting, family and friends, the role of medical envy related to male and female, religious orientation, couples correlations, and marital changes. The validity of Enrich Marital Satisfaction Scale was measured by Elson in 2000 on married couples. The achieved results showed that the questionnaire retest reliability for each subtest is respectively 0.86, 0.81, 0.90, and Petrides and Furnham Trait Emotional Intelligence Questionnaire (TEIQue) is a self-assessment scale. The original and first form of this questionnaire includes 144 items and 15 accommodation subscales (assertiveness, emotion expression, emotion regulation, emotion management, emotion perception, trait empathy, trait happiness, impulsiveness, trait optimism, social awareness, self-motivation, self-esteem, social competence, and stress management). The form being used at the current research includes 30 items. Based on the Petrides and Furnham s report (2110) this questionnaire could well distinguish between individuals with high EI and low EI. Its construct validity was also surveyed by the developers, and its single factor nature was confirmed by the use of exploratory factor analysis. The internal consistency coefficient through Cronbach s Alpha in the first sample of 102 individuals reported to be In the current research in order to determine the reliability of EI questionnaire the Cronbach s Alpha and bisection methods were used and for the overall questionnaire they were respectively and 0.83 which indicate an acceptable reliability coefficient for the mentioned questionnaire. In order to determine the organizational rate the Organizational Commitment (Allen and Mayer, 1990) was used. Reliability coefficients for this tool in the conducted surveys by Allen and Mayer for the emotional aspect were 0.85, for the normative aspect 0.79 and for the continuance aspect was In order to determine the reliability of Organizational Commitment Questionnaire in the current research the Cronbach s Alpha and Bisection methods were used, and for the overall questionnaire they were respectively 0.74 and 0.71 which indicate an acceptable reliability coefficient for the questionnaire. In order to analyze data the descriptive statistical methods, Pearson correlation coefficient, multivariate regression, MANOVA test, Cronbach s Alpha coefficient and bisection methods were used for calculating the reliability coefficients through SPSS 18 software. For all hypotheses the significance level is α=0.05. RESULTS Results showed that from total of 81 examinees 63 of them were males and 18 of them were females. 58% of the examinees were at the age range of Also 27 participants had bachelor degree. Research descriptive findings include statistical 04

6 indicators such as mean, SD, and No. of sample examinees for all the studied variables in the research that are provided in table 1. Table 1. Mean and SD of examinees scores in research variables. Variables Mean SD N Marital satisfaction Marital satisfaction in the field of marital satisfaction Marital satisfaction in the field of Marital marital relationships Satisfaction Marital satisfaction in the field of conflict resolution Marital satisfaction in the field of ideal distortions EI EI in the field of optimism EI EI in the field of emotion perception of self and others EI in the field of emotion control EI in the field of social skills Organizational (OC) OC Affective Continuance Normative As it is observable in table 1, in the variable of marital satisfaction, mean and SD are respectively and and in the variable of marital satisfaction in the field of marital satisfaction they are and 5.48, and in the variable of marital satisfaction in the field of marital relationships and 5.48, in the variable of marital satisfaction in the field of conflict resolution and 4.60, in the variable of marital satisfaction in the field of ideal distortions and 3.03, in the variable of EI and 18.79, in the variable of EI in the field of optimism and 5.61, in the variable of EI in the field of emotion perception of self and others and 6.03, in the variable of EI in the field of emotion control and 6.28, in the variable of EI in the field of social skills and 6.11, in the variable of OC and 9.66, in the variable of affective and 5.13, in the variable of continuance and 2.62, and in the variable of normative mean and SD were respectively and Table 2. Correlation coefficients between marital satisfaction and organizational of married staff. Predictive variable Marital satisfaction Criterion r Sig. N OC Component of affective Component of continuance Component of normative As it is provided in table 2 there is a positive and significant correlation between marital satisfaction and OC of married staff (r=0.39, p=0.0001), in other words by the increase 01

7 of married staff marital satisfaction their OC increases as well. Also there is a positive and significant correlation between marital satisfaction and affective, continuance and normative of married staff. Table 3. Simple correlation coefficients between EI and OC of married staff. Predictive variable EI Criterion r Sig. N OC Component of affective Component of continuance Component of normative As it is provided in table 3 there is a positive and significant correlation between EI and OC of married staff (r=0.31, p=1.114), in other words the more the married staff s EI the more their OC will be. Also there is a positive and significant correlation between EI, affective and continuance of married staff, but there is no positive and significant correlation between EI and normative of married staff. Table 4. Multiple correlation coefficients of marital satisfaction and EI with OC of married staff. Method Predictive Variables R R 2 F P β t P Marital satisfaction Entry EI Stage Marital satisfaction As it is observable in table 4, the predictive regression of married staff s OC from the marital satisfaction and EI is significant (F=7.52, p<0.001). The variable of marital satisfaction with beta coefficient of 0.32 could positively and significantly predict the married staff OC. Also the coefficient of determination (R 2 ) shows that 16% of variance of married staff s OC is explained through the mentioned variables. The results of multivariate regression analysis also showed that only the variable of marital satisfaction could predict the married staff s OC. Table 5. Results of MANOVA analysis on the scores of marital satisfaction, EI and OC of male and female staff. Name of the test Amount df Hypothesis df (error) F Sig. Pillai s trace Wilk s Lambda Hotelling s trace Roy s largest root As it is observable in table 5 the significance level of all tests indicates that there is a significant difference (F=2.58, p=0.05) between male and female staff in at least one of the dependent variables (marital satisfaction, EI, and OC). 06

8 DISCUSSION AND CONCLUSION The current research has been conducted with the aim of surveying the correlation between marital satisfaction and EI with OC of married staff of Islamic Azad University- Andimeshk Branch in Current research findings showed that there is a positive and significant correlation (r=0.39, p=0.0001) between marital satisfaction and OC of staff, in other words the marital satisfaction could significantly predict the OC. The current research findings are consistent with the research results of Madani and Zahedi (2005), Banaszak-holl (1996), Rathi and Rastogi (2009) and Khalili (2011). In order to explain this matter it could be said that by increasing the married staff marital satisfaction their OC increases, and the more the marital satisfaction in the family the more the affective will be, also optimal communicational skills in the family and participation in decision making result in motivation for teamwork and increase the staff s integration and. Also based on the results of Rathi and Rastogi (2009) it could be concluded that controlling the empathic behavior in the family results in the increase of occupational self-efficacy, and this occupational self-efficacy results in the increase of OC. In a research Omidi Arkahani (2008) showed that affective of the staff moderates the effects of family duties in conflict with job duties on the job satisfaction. Based on the results achieved from this research there is a correlation between EI and OC (r=0.31, p=1.114). In other words by the increase of married staff s EI, their OC increases as well, and this is consistent with the research of Ghamari (2009) showing that there is a significant correlation between EI and OC. Also it is consistent with the findings of Dennis et al (1980), Hassanpour (2008), Darmiani Tabatabaii (2003), and it is inconsistent with the findings of Wharff (2003). In order to explain this finding, based on the Goleman s category (0998) about the components of EI named as EI at work Goleman had pointed to staff s discipline, self-confidence, awareness, impetus for development, perseverance, motivation, optimism and self-control and some of the factors creating OC are age, gender, sense of peace, competence, job satisfaction, job attachment, social relationships and family interests and it could be concluded that low and high levels of EI could affect the OC and have a correlation with it (Ghamari, 2009). In this respect the research of Naderi (2010) mentioned the strong and positive effect of self-awareness, management, and interpersonal skills on the OC and job satisfaction, and as it has been shown in previous researches EI affects the performance, thus EI improvement training could have a positive effect on the performance of groups and consequently on the organization. In the current research the regression prediction of married staff OC from the marital satisfaction and EI was significant (F=7.52, p<0.0001). The results are consistent with the researches of Kurek et al (2004), Bowen et al (1994), Ghamari (2009), Fotovat (2012) and Mahanian Khameneh (2003). For explaining this hypothesis as Goleman (1995) says EI is another type of intelligence consisting of recognizing of the one s feelings and using it for making appropriate decisions in life and the ability to properly manage the psychological mood and controlling the impulsions and it is also a factor for becoming aware of the surrounding feelings and social skills and control of emotions related to others. Social and communicational skills formerly discussed in the field of marital satisfaction could result in the increase of teamwork and integration and in the family (Rathi and Rastogi, 2009). Thus an optimal correlation between EI and marital satisfaction has a positive effect on OC. In the current research the regression prediction of married staff 01

9 OC from the components of marital satisfaction (marital satisfaction, marital relationship, conflict resolution, ideal distortions) and components of EI (optimism, emotion perception of self and others, emotion control, and social skills) is significant (F=3.93, p<0.001). The current research results are consistent with the findings of Ghamari (2009), Darmiani Tabatabaii (2003), Foroughi, Hosseynian and Yazdi (2006). Also Mahanian Khameneh (2003) showed that there is a positive and significant correlation between the components of EI respectively self-awareness, social skills, self-control and empathy with marital adjustment. Emotion perception of self and others is one of the components of EI and getting along with this component depends on two main skills of mastery of emotions and then empathy. Generally one of the EI factors is that how and when the individual uses the affective communication strategies. Criticism, acceptance, avoiding bias in interpersonal relationships and effective use of job network are some of the most important application of EI in individual interactions. Thus understanding of emotions and feelings at work is related to EI. As Hassanpour (2008) says high EI is related to positive outcomes such as positive and friendly behaviors, warmness and intimacy of parents and positive relationships with colleagues and friends. One of the other components of EI is social skills, and based on the conducted researches this component has an important role in improvement of interpersonal and social relationships, and as it has been mentioned before relationship is one of the important issues in marital satisfaction, and one of the first shortcomings of young couples is lack of sexual, friendly and romantic relationship, and as Bani Asad (1996) has pointed out, frantic couples have weaknesses in their social skills and in their relationships they show many negative behavioral actions and reactions, thus having a successful relationship could affect the formation of OC. According to the research results and according to the main effect of marital satisfaction on OC it is recommended to hold life skills workshops to discuss the marital problems and to take appropriate measures for participation of staff at these workshops, and it is recommended to have more focus on three components of marital relationship, conflict resolution and ideal distortions that in some cases did not show positive and significant correlation. Also it is recommended to pay attention to the individual s EI while recruiting staff. Additionally based on the fact that data collection through questionnaires is a selfchoosing method and there is high probability of bias it is suggested to use other methods such as interview. At the end based on the importance of OC it is recommended to concentrate on other variables in addition to marital satisfaction and EI in the future researches. REFERENCES Agha Yar S, Sharifi Daramadi P, Application of intelligence in the field of emotion. Ghalam publications: Tehran. Allen NJ, Meyer JP, The measurement and antecedents of Affective, continuance and normative to the organization. Journal of Occupational Psychology. 63: Banaszak-holl J, Factors associated with nursing home staff turnover. The Gerontologist. 36(4): Bani Asad H, Surveying and comparing the social individual factors and characters of compatible and incompatible couples of Kerman. MS Thesis, Tarbiat Modares University, Tehran. Bowen CF, Radhakrishna R, Keyser R, JOB satisfaction and of 4-H agents.journal of Extension. 32(1):

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